HR Generalist

ATS Automation Tooling Systems Inc; Warminster Township (Bucks County); On-site; USD 60,000 - 85,000; Full time

Benefits offered by this job

Health, dental, vision benefits

401(k) with company match

Paid time off and holidays

Tuition assistance

Career advancement opportunities

Job summary

SP Industries Inc. in Warminster, PA is seeking an HR Generalist to partner with leaders and staff on employee relations, recruiting, onboarding, and HR programs. You will ensure policy compliance and administer compensation processes while maintaining HR records.

The successful candidate will support performance management, development initiatives, and leave of absence processes, contributing to a positive employee experience aligned with business goals.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field preferred.
• 3-5 years of progressive HR experience.
• Experience in employee relations, recruiting, performance management, and HR administration.

Responsibilities

• Serve as a primary HR contact for employees and managers.
• Support recruiting activities, job postings, screening, interviews, and offers.
• Facilitate onboarding for new employees.
• Support performance reviews, development plans, and talent reviews.
• Assist with compensation administration and payroll-related inquiries.
• Ensure compliance with federal, state, and local employment laws.
• Maintain HR records and generate HR reports.

Skills

Employee relations

Talent acquisition

Onboarding

Performance management

Compensation administration

Compliance

Policy administration

HR programs

Education

Bachelor's degree in Human Resources/Related field

Tools

HRIS systems

Microsoft Office

Applicant tracking systems

Job description

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Requisition ID: 17792

Location: Warminster, PA, US, 18974

Date: Sep 30, 2026

HR Generalist

SP Industries Inc. is hiring for our team in Warminster, Pa and has an immediate opening for a Human Resources Generalist. In this role, the right candidate will serve as a strategic and operational partner to leaders and employees, supporting a broad range of human resources activities including employee relations, talent acquisition, onboarding, performance management, compensation administration, compliance, policy administration, and HR programs.

Reporting to the Senior Human Resources Business Partner, this role helps drive a positive employee experience while ensuring alignment with business objectives and compliance with applicable employment laws and company policies.

Key Responsibilities

Employee Relations

• Serve as a primary HR contact for employees and managers.
• Provide guidance on employee relations matters, workplace concerns, performance issues, and policy interpretation.
• Conduct workplace investigations and document findings appropriately.
• Partner with managers to resolve employee issues in a timely and effective manner.
• Support conflict resolution and promote a positive work environment.

Talent Acquisition & Onboarding

• Partner with hiring managers to support recruiting activities.
• Assist with job postings, candidate screening, interview coordination, and offer preparation.
• Facilitate onboarding activities for new employees.
• Ensure new hire documentation and compliance requirements are completed accurately and on time.
• Support orientation and employee integration programs.

Performance Management & Talent Development

• Support annual performance review processes and calibration discussions.
• Partner with leaders on performance improvement plans and corrective actions.
• Assist with succession planning and talent review initiatives.
• Promote employee development programs, training opportunities, and Individual Development Plans (IDPs).
• Assist with compensation administration, promotions, transfers, and salary changes.
• Support merit planning and annual compensation programs.
• Respond to employee questions regarding benefits and HR programs.
• Partner with payroll and benefits providers to resolve employee concerns.

HR Compliance & Administration

• Maintain employee records in HRIS systems.
• Ensure compliance with federal, state, and local employment laws.
• Assist with policy implementation and employee communications.
• Support leave of absence administration and accommodation processes.
• Prepare HR reports, metrics, and workforce analytics.

Organizational Effectiveness

• Assist leaders with workforce planning and organizational changes.
• Support restructuring, position management, and headcount planning activities.
• Partner with managers to improve employee engagement and retention.
• Participate in HR projects and continuous improvement initiatives.

Edu Cation and Experience

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field preferred.
• 3-5 years of progressive HR experience.
• Experience supporting employee relations, recruiting, performance management, and HR administration.
• Experience working in manufacturing, commercial, distribution, scientific products, or related industries preferred.

Knowledge, Skills & Abilities

• Strong understanding of employment laws and HR best practices.
• Ability to manage confidential information with discretion.
• Excellent communication, interpersonal, and influencing skills.
• Strong organizational and project management capabilities.
• Ability to prioritize multiple tasks and work independently.
• Proficiency with HRIS systems and Microsoft Office applications.
• Analytical mindset with the ability to interpret HR data and trends.
• Customer-service orientation with a collaborative approach to problem solving.

Preferred Qualifications

• PHR, SHRM-CP, or equivalent HR certification.
• Experience with HRIS systems, applicant tracking systems, and reporting tools.
• Experience supporting multi-site or geographically dispersed workforces.

Key Success Measures

• Timely resolution of employee relations matters.
• Successful onboarding and integration of new hires.
• Compliance with company policies and employment laws.
• Reduction in employee turnover and improvement in engagement.
• Support of performance management and talent development initiatives.
• Accurate HR administration and data management.
• Positive partnership and responsiveness to leaders and employees.

HSE

All employees have the responsibility to work in a safe manner and report any health, safety or environmental concern to their manager or supervisor in a timely manner.

Employee responsibilities for Health, Safety and Environment include:

• Work in compliance with divisional health, safety and environmental procedures
• Refrain from removing or altering safety devices or guarding unless hazardous energies are controlled through lockout-tagout methods
• Report any unsafe conditions or unsafe acts
• Report defect in any equipment or protective device
• Ensure that the required protective equipment is used for the assigned tasks
• Attend all required health, safety and environmental training
• Report any accidents/incidents to supervisor
• Assist in investigating accidents/incidents
• Refrain from engaging in any prank, contest, feat of strength, unnecessary running or rough and boisterous conduct

Why SP Industries Inc.?

The three parallelograms in our logo reflect our core company values:People, Process, and Performance. As part ofATS, SPleverages the ATS Business Model (ABM) to train, develop, engage, empower, and energize our people to make impactful changes in the organization. Our relentless focus on people is what continues to set us apart as a great place to build a career.

• We provide a wide range of innovative and high-quality scientific products that improve people’s lives
• We offer a robust health and welfare benefits package that includes Life, Health, Dental, Vision
• We offer 401(K) including company match, Paid Time Off annually + Paid Holidays
• You will enjoy career Advancement Opportunities and Tuition Assistance to help you achieve your goals and continue your career growth

ATS is a $3B publicly-traded global enterprise with a proud 40-year history of helping advance the future with automation solutions. SP Industries Inc. sits within the ATS Life Sciences Group andis a leading global provider of state-of-the‑art fill‑finish drug manufacturing solutions, research, pilot and production lyophilizers, laboratory equipment and supplies, and specialty glassware. SP supports research and production across diverse end‑user markets including pharmaceuticals, life science, ophthalmic, environmental testing and monitoring, food and beverage and more. SP has a long and successful track record of quality and science innovation, and is headquartered in Warminster, Pennsylvania, with production facilities in the USA and Europe. SP offers a world‑wide sales and service network including product training and technical assistance. For more information visitwww.scientificproducts.com.

EEO and Aff…
SP is an Equal Opportunity Employer, dedicated to a policy of non-discrimination in employment on any basis and takes affirmative action to ensure equal employment opportunities. It is our policy to provide our employees and applicants with equal employment opportunities in accordance with applicable laws and not to discriminate on the basis of race, color, religion, ancestry, national origin, age, marital status, sex, gender identification, sexual orientation, genetic information, political belief, pregnancy, citizenship, handicap or disability, status as a veteran or member of the U.S. military, or any other characteristic protected by applicable federal, state, or local laws. SP's Aff… Plan is available through the HR Department and may be accessed during normal business hours.

Pay Transparency Nondiscrimination Provision:
SP will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.